Top Concerns by Chief Financial Officers that impact revenues, margins and using benchmark analytics is critical for profit, and non-for-profit organizations.
Many notable trends emerged throughout 2013 which will
affect employers’ initiatives related to legal compliance, health care/benefits, compensation, talent management, and hiring in 2014.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
Onboarding new employees can be a legal minefield when it comes to getting the paperwork right. Particularly now, with agency budgets shrinking across the country, levying fines is an attractive way to boost revenues. This presentation, based on our popular article, "The Hidden Costs of Non-Compliance in Hiring", presents in concise format the potential fines and where they might come from.
Many notable trends emerged throughout 2013 which will
affect employers’ initiatives related to legal compliance, health care/benefits, compensation, talent management, and hiring in 2014.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
Onboarding new employees can be a legal minefield when it comes to getting the paperwork right. Particularly now, with agency budgets shrinking across the country, levying fines is an attractive way to boost revenues. This presentation, based on our popular article, "The Hidden Costs of Non-Compliance in Hiring", presents in concise format the potential fines and where they might come from.
Startup Your Startup: Tips and Tricks for Founders at the Starting LineDavid Ehrenberg
When it comes to setting up your business, there are a lot of t's to cross and i's to dot before you can take off. This presentation, from Justworks and Early Growth Financial Services, provides a handy checklist of those things you need to consider and take care of (properly!) when you're starting up, including setting up an EIN, securing SUI, choosing your corporate entity, registering trademarks, and more.
AuthBridge Newsletter Issue 2- Subject Your CXO's to Thorough Background CheckAuthBridge
Employee screening is practically the first step towards strengthening organisational governance, stresses the Executive President- HR of Tata Teleservices Ltd, S. Varadarajan.
For more information visit www.authbridge.com
At the end of 2015 there were two (2) important developments in the workplace enforcement arena that will be of great interest to Human Resources Managers and Professionals. First, a special memorandum or guidance was issued jointly by the Department of Homeland Security (“DHS”) and Department of Justice (“DOJ”) with regard to conducting internal I-9 audits. Second, a recent release from the Department of Homeland Security (DHS) discusses the status of a new I-9 Form that DHS has submitted for notice and comment.
This is a working draft written by Jordan S. Zoot CPA of aBIZinaBOX Inc. It offers observations and commentary with respect environment for tax professoinalas in the United Stated
The issue of whether workers should be classified as employees or independent contractors for federal employment tax purposes has been a source of controversy for decades. The saga continues. This article summarizes a recent Tax Court decision on the classification of a manager in the home care industry.
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for Arizona EmployersHRHelp
By threshold numbers of employees, learn the laws with which employers are required to comply, the compliance requirements, the notice & poster requirements, and the recordkeeping & documentation requirements.
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for AZ 501-c-3 organizationsHRHelp
By threshold numbers of employees, learn the employment laws with which your religious organization must comply, the compliance requirements, the notice & poster requirements, and the recordkeeping & documentation requirements.
TOPICS
- Changes to rules regarding who is eligible for overtime and opportunities for compliance
- Chicago’s new family & sick leave law ordinance
- New EEOC guidance on reasonable accommodations and when leave must be provided
- Changes in joint employment standards that could make you liable for other companies’ actions
- New wellness program requirements
- The Defend Trade Secrets Act and new "magic language" for employee agreements
- EEOC pay reporting requirements
- and more…
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
Over the past several months, dozens of new employment laws and legislative bills were signed into law that went into effect on January 1, 2012. These changes will directly impact the way employers conduct business, including areas such as payroll tax limits, new employment guidelines, and changing insurance markets. This report covers many of these important laws.
With more than a decade of experience, JJ & E is a leading professional provider offering a one stop solution for corporate service, inclusive of Incorporate / Register Company in Singapore, Company Secretary, Accounting & Tax Filing services, Virtual Office, Registered Address and Corporate Identity & Printing solution.
E-Verify is a free Web-based system developed by the Department of Homeland Security to help ensure new hires are eligible to work in the United States. This system compares the information provided by the employee on a Form-1-9 (Employment Eligibility Verification) to data from Homeland Security and the Social Security Administration.
The state government of Maharashtra has been at the forefront in creating a conducive business environment that fosters globally competitive firms. Business reforms introduced both by the Central as well as the state government have played a critical role in India’s 30 spots improvement in the Doing Business ranking for 2018.
The State, under the Business Reforms Action Plan (BRAP) 2016, has implemented over 90 per cent reforms in 7 out of 10 parameters, including labour registration, utility connections, single window system, environment registration, among others. These policy reforms have significantly helped in the reduction in time and cost of doing business for the industry, thereby
establishing Maharashtra as one of the top investment destinations in the country.
This report provides the key highlights of the select initiatives on ease of doing reforms in Maharashtra. With a view to provide on-ground impact of these initiatives, the Report also captures industry views on various aspects of business reforms.
HR Challenges and Solutions - Maintaining Compliance and Mitigating Future RiskADP Marketing
Many companies are facing increasing challenges to stay up to date with risk and compliance. Learn how to take control of compliance and manage risk in your business.
Startup Your Startup: Tips and Tricks for Founders at the Starting LineDavid Ehrenberg
When it comes to setting up your business, there are a lot of t's to cross and i's to dot before you can take off. This presentation, from Justworks and Early Growth Financial Services, provides a handy checklist of those things you need to consider and take care of (properly!) when you're starting up, including setting up an EIN, securing SUI, choosing your corporate entity, registering trademarks, and more.
AuthBridge Newsletter Issue 2- Subject Your CXO's to Thorough Background CheckAuthBridge
Employee screening is practically the first step towards strengthening organisational governance, stresses the Executive President- HR of Tata Teleservices Ltd, S. Varadarajan.
For more information visit www.authbridge.com
At the end of 2015 there were two (2) important developments in the workplace enforcement arena that will be of great interest to Human Resources Managers and Professionals. First, a special memorandum or guidance was issued jointly by the Department of Homeland Security (“DHS”) and Department of Justice (“DOJ”) with regard to conducting internal I-9 audits. Second, a recent release from the Department of Homeland Security (DHS) discusses the status of a new I-9 Form that DHS has submitted for notice and comment.
This is a working draft written by Jordan S. Zoot CPA of aBIZinaBOX Inc. It offers observations and commentary with respect environment for tax professoinalas in the United Stated
The issue of whether workers should be classified as employees or independent contractors for federal employment tax purposes has been a source of controversy for decades. The saga continues. This article summarizes a recent Tax Court decision on the classification of a manager in the home care industry.
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for Arizona EmployersHRHelp
By threshold numbers of employees, learn the laws with which employers are required to comply, the compliance requirements, the notice & poster requirements, and the recordkeeping & documentation requirements.
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for AZ 501-c-3 organizationsHRHelp
By threshold numbers of employees, learn the employment laws with which your religious organization must comply, the compliance requirements, the notice & poster requirements, and the recordkeeping & documentation requirements.
TOPICS
- Changes to rules regarding who is eligible for overtime and opportunities for compliance
- Chicago’s new family & sick leave law ordinance
- New EEOC guidance on reasonable accommodations and when leave must be provided
- Changes in joint employment standards that could make you liable for other companies’ actions
- New wellness program requirements
- The Defend Trade Secrets Act and new "magic language" for employee agreements
- EEOC pay reporting requirements
- and more…
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
Over the past several months, dozens of new employment laws and legislative bills were signed into law that went into effect on January 1, 2012. These changes will directly impact the way employers conduct business, including areas such as payroll tax limits, new employment guidelines, and changing insurance markets. This report covers many of these important laws.
With more than a decade of experience, JJ & E is a leading professional provider offering a one stop solution for corporate service, inclusive of Incorporate / Register Company in Singapore, Company Secretary, Accounting & Tax Filing services, Virtual Office, Registered Address and Corporate Identity & Printing solution.
E-Verify is a free Web-based system developed by the Department of Homeland Security to help ensure new hires are eligible to work in the United States. This system compares the information provided by the employee on a Form-1-9 (Employment Eligibility Verification) to data from Homeland Security and the Social Security Administration.
The state government of Maharashtra has been at the forefront in creating a conducive business environment that fosters globally competitive firms. Business reforms introduced both by the Central as well as the state government have played a critical role in India’s 30 spots improvement in the Doing Business ranking for 2018.
The State, under the Business Reforms Action Plan (BRAP) 2016, has implemented over 90 per cent reforms in 7 out of 10 parameters, including labour registration, utility connections, single window system, environment registration, among others. These policy reforms have significantly helped in the reduction in time and cost of doing business for the industry, thereby
establishing Maharashtra as one of the top investment destinations in the country.
This report provides the key highlights of the select initiatives on ease of doing reforms in Maharashtra. With a view to provide on-ground impact of these initiatives, the Report also captures industry views on various aspects of business reforms.
HR Challenges and Solutions - Maintaining Compliance and Mitigating Future RiskADP Marketing
Many companies are facing increasing challenges to stay up to date with risk and compliance. Learn how to take control of compliance and manage risk in your business.
2. The HR Center of
Excellence Presents:
2019
COMPLIANCE
GUIDE FOR
FINANCE LEADERS
CFOs and financial professionals are charged
with the task of overseeing a growing workforce
and have special reasons to be vigilant about
compliance. Finance leaders are naturally wary
of additional regulations, lack of clarity from
the government, costs of compliance and the
unintended consequences of policy decisions
that can impact their business.
As part of our commitment to help Finance
leaders make a difference in their organizations,
we’ll publish deep dives like this one to help you
stay current and effective in a fast-paced and
changing world.
3. About the HR Center of Excellence (HR COE)
The HR COE provides action plans, practical
advice and inspiration to help you make
a difference in your organization.
VISIT PAYCOR.COM/HRCOE
4. What You’ll Learn:
• How to maintain compliance with federal regulations
through the employee lifecycle, including:
Recruiting. . . . . . . . . . . . . . . . . . . 2
Hiring. . . . . . . . . . . . . . . . . . . . . . 6
Payroll. . . . . . . . . . . . . . . . . . . . . 10
People Management . . . . . . . . . . . 14
• Potential violations
• Action plans to help mitigate risk
This information is not intended to serve as legal advice, only as information your organization should
consider when reviewing compliance regulations. We recommend that you consult with an attorney to
discuss specific compliance questions that may affect your organization.
1
5. RECRUITING COMPLIANCE
(EEOC & OFCCP)
Recruiting, especially in a tight labor market, is a fast-paced game. Your
company’s recruiters help make sensitive yes/no decisions rapidly, so
the pre-hire phase of the employee lifecycle can be a risky time for
employers. Equal Employment Opportunity Commission (EEOC) and
Office of Federal Contract Compliance Programs (OFCCP) ensure that
companies’hiring practices are fair to everyone and, in addition, do not
discriminate against protected classes of applicants.
PART 1
2
6. Who does it affect?
• EEOC: All employers, state agencies and labor unions with 15
or more employees who have worked in that capacity for a
minimum of 20 calendar weeks are required to comply with
EEOC regulations.
• OFCCP: All federal contractors who conduct business with
the government in excess of $10,000, fall under the jurisdiction
of the OFCCP.
Potential penalties:
• EEOC: In 2017, 84,254 workplace discrimination charges were
filed with the EEOC. Victims were awarded $398 million in
settlements and litigation. In 2018, we’re on pace for more than
$100,000 discrimination charges.
• OFCCP: Forty million in back wages and fines paid in 2017,
more than $100 million since 2000.
RECRUITING
COMPLIANCE
3
7. What you should know:
You’re the headlights of the organization.
More than 60% of recruiters expect to hire more people
in 2018 than they did in 2017, and 42% of employers are
worried they won’t be able to find enough talent.* That’s
a whole lot of recruiting in the foreseeable future and a
whole lot of compliance to keep up with right at the start
of the employee lifecycle. Don’t count on your in-house or
outsourced recruiters to be compliance experts, especially
when they’re as busy as they’re going to be in 2019. Instead,
make accurate, automated recordkeeping a top priority.
In the event of an OFCCP audit, having applicant data on
file can better tell the“story”for each applicant during the
selection process (e.g., did not meet basic qualification,
phone screened, interviewed, offered, etc.).
*Employer Outlook 2018 and Indeed
Be on the lookout for new regulations.
Another new area of compliance added to recruiters’
checklists relates to salaries. This year, some jurisdictions
–Massachusetts, Puerto Rico, and San Francisco – have
enacted laws either banning recruiters from asking
applicants for salary histories and/or requiring companies to
pay employees equally regardless of gender. It’s important to
review your recruiting practices and implement training to
ensure recruiters don’t unknowingly violate these new laws.
Stay ahead of the curve so you’re not surprised.
In May 2018, the European Union enacted GDPR (General
Data Protection Regulation). GDPR is designed to give EU
citizens more protection over their personal data. And
while this is an EU directive, the European Commission
has applied the principles to the rest of the world (so it
applies to any company that markets or deals with EU
citizens), making it the first global data protection law. If
your company hires people in Europe, you’ll be all over
this. But even if you don’t, GDPR is the start of a movement
that will probably be coming to U.S. legislation soon. GDPR
was designed to protect European citizens’data from
organizations looking to gather and use consumer data.
It just so happens that in recruiting candidates, employers
tend to have a great deal of personal data. In the future,
American employers may be required to give candidates
more control, perhaps in the form of an“opt-out”button
that would automatically delete their data.
PART 1
How Paycor Helps:
Applicant Tracking HR
4
9. HIRING COMPLIANCE
(I-9, E-VERIFY)
Your compliance headaches don’t end at recruiting. Federal law
requires all employers to use certain forms to verify the employment
eligibility and identity of all employees hired to work in the United
States. The U.S. Immigration and Customs Enforcement (ICE) has
become far more active this past year, and fines for simple errors,
such as incomplete forms, range from $110 to $1,100 per violation.
Fines increase up to $16,000 per violation for knowingly employing
unauthorized workers.
PART 2
6
10. Who does it affect?
• I-9: Form I-9 verifies employment eligibility, and it is required
for every person your company hires. The I-9 does not require
gathering a Social Security number or photo identification.
• E-Verify: E-Verify is operated by the Department of Homeland
Security* and, like the I-9, allows employers to verify the
employment eligibility of employees. E-Verify is mandatory in
more than 20 states and counting. Unlike I-9, however, E-Verify
does require your HR team to gather Social Security numbers
and photo identification.
*Note that E-Verify is also mandatory for employers with federal
contracts or subcontracts that contain the Federal Acquisition
Regulation (FAR) E-Verify clause.
Potential penalties:
• I-9: Penalties for knowingly hiring and employing unauthorized
workers range from $375 to $16,000 per violation. Since early
2018, ICE has relied on I-9 inspections to discover and impose
penalties on businesses that have not appropriately verified
employment eligibility. The number of companies that have had
their I-9 processes audited every year has rocketed from a few
hundred to thousands. In the first seven months of 2018, ICE has
opened more worksite investigations than in all of fiscal year 2017.
HIRING
COMPLIANCE
7
11. What you should know:
This is something you’ll want to automate.
Don’t let your HR team spend valuable time (and money)
manually tracking expiration dates and reminding
employees to provide updated documents. Employees who
fall through the cracks are a major compliance risk. Tracking
systems should not only offer a process for entering
I-9 data but also provide confirmation of employment
authorization, allow for customized reports for self-auditing
and implement safeguards to prevent over-documentation.
Make sure your team is on the ball.
In many companies we talk to and survey, HR corrals the I-9
process and owns the proper completion and retention of
the I-9 form. If that’s the case in your company’s situation,
that’s even more reason to automate the process as much
as possible. Otherwise, if you don’t rely on HR technology,
your HR teams (and anyone who assists with I-9) better be
well trained and understand anti-discrimination practices.
They should know the federal guidelines around the I-9
process, and be familiar with the M-274 Guidance for
Completing Form I-9 handbook. Hiring compliance needs
leadership because the proverbial devil is in the details. For
example, employees who telecommute must still complete
Section 1 of the Form I-9 and have their identities and/
or work authorization documents reviewed in person by
HR. And that’s only the beginning. That’s why you should
conduct an annual self-audit to help ensure continued
compliance with I-9 and E-Verify rules. (For starters, see
Paycor’s I-9 checklist.)
PART 2
How Paycor Helps:
HR Onboarding
HR Support Center
8
13. PAYROLL COMPLIANCE
(FLSA, EPA, WORKERS’COMP)
Broadly speaking, payroll compliance makes sure employees are
paid and treated fairly. There are a lot of federal laws to keep track of,
and state and local tax codes add more complexity. That’s why it’s
important to have a process in place to consistently apply pay policies,
accurately calculate Fair Labor Standards Act (FLSA) overtime and
streamline administration of Family Medical Leave Act (FMLA) and
other leave policies. If you don’t and your company is audited or sued,
you won’t have the proper controls in place to quickly provide accurate
records and audit trails.
PART 3
10
14. Who does it affect?
• FLSA: Employers in the private sector and in federal, state and local
governments fall under its umbrella. FLSA establishes minimum wage,
overtime pay, recordkeeping and youth employment standards.
• EPA: The Equal Pay Act (EPA) dictates that men and women in the same
workplace receive equal pay for equal work. Every employer in the private
sector and in federal, state and local governments are required to comply.
• Workers’Compensation Insurance: Every state, as well as the federal
government, has a Workers’Compensation program (though some are
state-run and others are offered by commercial entities). Workers’Comp
provides compensation to employees who experience injuries or illnesses
on the job.
Potential penalties:
• FLSA: Fines vary in size, but a few big cases made headlines including
that of FedEx, who paid $240 million in back wages for unpaid overtime
because of a classification error that affected 12,000 employees. FLSA
compliance is important, especially since the vast majority of fines are big
enough to hurt, but small enough not to contest in court.
• EPA: EEOC filings of wage discrimination more than doubled, rising to 184
lawsuits in 2017 from 86 the previous year, while settlements spiked nearly
ten-fold, from $52.3 million in 2016 to an incredible $485.25 million in 2017.
• Workers’Comp: The cost of workplace class-action settlements rose
steeply in 2017, according to the 14th annual Workplace Class Action
Litigation Report published by the Seyfarth Shaw law firm. The top ten
settlements totaled $2.72 billion — a pretty startling surge from $1.75
billion in 2016. Discrimination, employee benefits and wage and hour
claims were among the top actions.
PAYROLL
COMPLIANCE
11
15. What you should know:
Watch out for employee classification mistakes.
Employers with the very best intentions can improperly
classify workers as FLSA exempt and then fail to pay the
overtime wages they’re due, leaving themselves open to
penalties and lawsuits. For example, as more companies
move to at least partially embrace the gig economy, they
deal more than ever with independent contractors or interns.
Gig workers aren’t entitled to employment benefits such as
minimum wage or overtime pay. If some of your employees
are misclassified as independent contractors, and don’t
receive those benefits, your company could be in hot water
when it comes to compliance. It’s important that your HR
team periodically audits your employee database to make
sure everyone is appropriately classified, especially if you don’t
have a trusted HR platform in place that does much of that
classification for you.
There are no shortcuts or workarounds for pay equality.
The EPA dictates that men and women in the same workplace
receive equal pay for equal work. The jobs don’t have to be
100% alike, but they do have to be substantially similar. Job
content, not title, is the determining factor to test for job
equality. The EPA covers all forms of compensation, not just
salary: overtime, bonuses, benefits packages, stock options,
vacation pay and reimbursement for travel expenses. If a
wage inequality between men and women is discovered,
you cannot reduce the wages of either party to equalize pay.
Ask your broker about Workers’
Compensation Insurance.
Ideally, you’ll want to talk to your broker about your
company’s Workers’Comp obligations. As each state
has different rules to abide by, it’s important for your
organization to keep up-to-date on any changes, especially
if you have offices in multiple locations. The most common
examples of employer violations include failure to file or
accurately complete forms and failure to pay the correct
benefits to injured or ill employees in a timely fashion.
PART 3
How Paycor Helps:
Payroll Time
12
17. PEOPLE MANAGEMENT
COMPLIANCE
(OSHA, FMLA, COBRA, SEXUAL HARASSMENT)
We think of“people management”compliance as a cluster of
regulations that govern the day-to-day working lives of your team.
Occupational Safety and Health Administration (OSHA) assures safe and
healthful working conditions for employees by setting and enforcing
workplace safety standards and by providing training, outreach,
education and assistance. FMLA is a federal law that provides medical
and maternity leave rights to eligible employees. COBRA is covered
under the Employee Retirement Income Security Act of 1974 (ERISA)
and relates to continued health care benefits after an employee
separates from the company. And sexual harassment, broadly defined,
falls under the purview of the EEOC.
PART 4
14
18. Who does it affect?
• OSHA: Businesses with more than 10 employees.
• FMLA: Companies with 50 or more qualified employees on the
job 12 months.
• ERISA – COBRA: Companies with 20+ employees that offer a
group health plan.
• Sexual Harassment: Any business can be at risk for a sexual
harassment claim.
Potential penalties:
• OSHA: There are six specific categories of violations. The most serious is a
willful violation. The minimum penalty for each willful violation is $12,934
and the maximum fine is $129,336.
• FMLA: If your company loses an FMLA case, you can be required to
provide back pay, actual money lost by the employee and fines by the
DOL’s Wage and Hour Division.
• COBRA: General notices must be distributed within the first 90 days of
coverage. Election notices, which describe employees’rights to COBRA
and how to make an election must be provided to employees within 14
days after receiving notice of a qualifying event.
• Sexual Harassment: Sixty-three percent of harassment lawsuits filed
in 2017 included sexual harassment claims.* These claims can result in
enormous settlements or jury verdicts.
*Employment law firm Littler
PEOPLEMANAGEMENT
COMPLIANCE
15
19. What you should know:
Good communication is the foundation of
“people management”compliance.
The penalties, fines and settlements associated with
people management violations can be devastating to your
company. Your HR team’s Employee Handbook (you have
one, right?!) not only communicates FMLA, OSHA and
EEOC entitlements and obligations to employees, but is
also useful in demonstrating that your organization strives
to be compliant. For example, if your employee is called
away to active-duty military service, HR needs to make
sure they understand their rights and obligations when
communicating their reason for taking leave. Your Military
Leave Policy should clearly define these parameters to the
employee. Similar policies should communicate rights and
obligations regarding state disability leaves, federal FMLA
leave and other government mandates. (Note that FMLA
regulations are separate from your company’s sick leave
policy. Even employees who are not entitled to company
paid-time-off may be eligible for FLMA relief.)
FMLA also has strict notification requirements, which is
another communication challenge. In addition to displaying
the mandatory FMLA poster and notifying employees of
their rights and responsibilities, you must also provide a
written notice of this information within five business days
of an employee requesting FMLA leave. You must then
allow at least 15 calendar days for the employee to submit
a completed certification form. Within five business days
of receiving the certification form, you must provide a
company response form indicating whether or not the
request has been approved.
Federal law also requires the OSHA poster (and/or the state
plan equivalent) to be hung in a prominent location within
the workplace.
PART 4
How Paycor Helps:
HR Payroll
HR Support Center
16
20. TALK TO PAYCOR
We’re proud to keep more than 30,000
organizations informed about and compliant
with federal and state laws and regulations.
For nearly 30 years, Paycor has maintained
a core expertise in payroll and compliance.
We established our compliance expertise in
the Cincinnati tri-state area, one of the most
complex tax jurisdictions in the country,
so we’re able to handle payroll and tax
complexities in a way our competitors can’t.
Next Steps:
VISIT PAYCOR.COM
17